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Advisor

Keywords

Subject Areas

Psychology

Abstract

The purpose of the present study was to examine how perceived job mobility moderated the relationship between transformational leadership and organizational citizenship behaviors. Further, procedural justice was tested as a moderator of the moderated relationship of perceived job mobility on the transformational leadership-organizational citizenship behaviors relationship. A total of 182 responses from my professional and personal network participated in an online survey. The data were analyzed using hierarchical multiple regression analyses. Results indicated that perceived job mobility moderated the relationship between transformational leadership and organizational citizenship behaviors, such that the more an employee believed he or she had high mobility, the stronger the relationship between transformational leadership and organizational citizenship behaviors became. Furthermore, procedural justice also moderated the moderated relationship of job mobility on some of the transformational leadership dimensions and organizational citizenship behaviors. Theoretical implications of this study are discussed and include expanding on the scant research examining the use of double moderation, particularly that of the relationship between transformational leadership, organizational citizenship behaviors, and job mobility. The practical implications of this study infer the importance of job mobility and fairness within a company and the impact they have on the performance of the employees.